Salary Practices Sample Clauses

Salary Practices. A. This agreement covers the following positions:‌ Administrative Assistant, Administrative Secretary, Assistant to the General Manager, District Secretary*, Human Resources Analyst I, Human Resources Analyst II, Human Resources Assistant, Human Resources Supervisor, Payroll Analyst, and Risk Management Officer. *This position was added to the Confidential Employee Unit on August 4, 2021. CONFIDENTIAL CLASSIFICATIONS (EXEMPT) MONTHLY RATES (EFFECTIVE 09/21/20) Human Resources Supervisor $11,488.53 $12,062.27 $12,665.47 $13,298.13 $13,963.73 Risk Management Officer $10,519.60 $11,044.80 $11,597.73 $12,178.40 $12,786.80 Human Resources Analyst II $8,649.33 $9,082.67 $9,536.80 $10,013.47 $10,514.40 Human Resources Analyst I $7,373.60 $7,742.80 $8,129.33 $8,536.67 $8,963.07 Payroll Analyst $8,274.93 $8,689.20 $9,124.27 $9,580.13 $10,058.53 CONFIDENTIAL CLASSIFICATIONS (NON-EXEMPT) HOURLY RATES (EFFECTIVE 09/21/20 AND 08/04/21) Assistant to the General Manager $47.81 $50.20 $52.71 $55.35 $58.12 Administrative Assistant $45.26 $47.52 $49.90 $52.40 $55.02 District Secretary $44.04 $46.24 $48.55 $50.98 $53.53 Administrative Secretary $39.64 $41.62 $43.70 $45.88 $48.17 Human Resources Assistant $39.10 $41.06 $43.11 $45.27 $47.53 1. Salary adjustments based on performance shall be to the next higher step in the salary range. 2. Each Employee in a Confidential classification shall have probationary status during the first six months in the classification. Upon successful completion of probation, the Employee shall advance to the next step in the salary range. 3. Once an Employee successfully completes probation, the Employee shall continue to advance in the salary range after completion of each period of twenty-six pay periods (i.e. annually) thereafter, providing the employee receives a performance evaluation immediately prior to the twenty-sixth pay period with an overall "satisfactory" evaluation, or better. In the event a performance evaluation is not received immediately prior to the twenty-sixth pay period, salary step adjustment will be made immediately thereafter to the next highest step in the salary range.
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Salary Practices 
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Related to Salary Practices

  • Pay Practices The Employer recognizes the importance of regularity in pay practices and to the greatest extent possible the Employer will not alter the payment routines. Nurses will be notified in writing by the Employer not less than sixty (60) days in advance of a change to the pay practices.

  • SAFETY PRACTICES (a) i Employees requiring glasses must wear glasses, preferably with safety lenses instead of contact lenses while on the job site. ii W.C.B. approved safety footwear must be worn at all times while on the job site. iii Employee attire will be in conformance with W.C.B. Regulation and the Employer’s policy.

  • Unfair Labor Practices The Grantee shall comply with the Employers Engaging in Unfair Labor Practices Act, 1980 PA 278, as amended, MCL 423.321 et seq.

  • Payroll Practices All payments, benefits or other compensation under this paragraph 4 shall be paid in accordance with normal payroll practices as in effect on the Termination Date, except as provided in subparagraph (h) hereof, and subject to required payroll withholdings over the course of the period provided for within the applicable subsection above.

  • Data Practices The Parties acknowledge that this Agreement is subject to the requirements of Minnesota’s Government Data Practices Act, Minnesota Statutes, Section 13.01

  • Good Industry Practice all applicable Standards; and

  • FAIR PRACTICES The Union agrees to maintain its eligibility to represent all employees by continuing to admit persons to membership without discrimination on the basis of race, creed, color, national origin, sex or marital status and to represent equally all employees without regard to membership or participation in, or association with the activities of any employee organization. The Board agrees to continue its policy of not discriminating against any employee on the basis of race, creed, color, national origin, sex, marital status or membership or participation in, or association with the activities of, any employee organization.

  • Hiring Practices The Board shall, in all instances, employ teachers who are properly credentialed in accordance with applicable state laws, Washington Administrative Code, and by such other requirements as specified by the Office of the State Superintendent of Public Education. Classified personnel shall not be assigned to perform work in the instructional setting which will replace a currently employed certificated employee in his assignment or employment.

  • Security Practices Dell has implemented corporate information security practices and standards that are designed to safeguard the Dell’s corporate environment and to address: (1) information security; (2) system and asset management; (3) development; and (4) governance. These practices and standards are approved by the Dell CIO and undergo a formal review on an annual basis.

  • Practices The practices used or to be used by the Servicer, to monitor collections with respect to the Trust Property and repossess and dispose of the Financed Vehicles related to the Trust Property will be, in all material respects, in conformity with the requirements of all applicable federal and State laws, rules and regulations, and this Agreement. The Servicer is in possession of all State and local licenses (including all debt collection licenses) required for it to perform its services hereunder, and none of such licenses has been suspended, revoked or terminated, except where the failure to have such licenses would not be reasonably likely to have material adverse effect on its ability to service the Loans or Contracts or on the interest of the Indenture Trustee, the Trust Collateral Agent or the Noteholders.

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